Vers la proposition d’une typologie des modes de mobilisation des ressources par les nouvelles recrues lors de leur socialisation en milieu hospitalier

The objective of this article is to contribute to a better knowledge of resource mobilization strategies by new nurses during their socialization in a hospital setting. In a context of shortage of nursing staff, made even more acute by the health crisis, recruitment and retention in public hospitals present, in fact, strong challenges for these organizations in tension. Organizational socialization, which covers the period during which the new employee discovers his work environment, is a crucial moment during which he develops his first impressions of the organization, apprehends its values, its culture, the expected behaviors, and social knowledge. required to perform its role effectively. We conducted an exploratory study with 30 state-certified nurses (IDE) newly recruited in a hospital center in the Hauts-de-France region. The thematic content analysis of the semi-structured interviews conducted allowed us to highlight a wide variety of resources mobilized by FDIs in the socialization phase. The analysis then enabled us to show that these resources were grouped together in caravans (Hobfoll, 2011), and led us to distinguish four classes of FDI according to the resource mobilization modes developed and their impact. on socialization : the quits, the established, the aloof and the loyal.